Heartland Credit Union Association - human resourceshttps://heartlandcua.org/taxonomy/term/2184
enFederal Judge Halts Federal Overtime Rulehttps://heartlandcua.org/node/3174
<a href="/node/3174"><img class="teaserimage" typeof="foaf:Image" src="https://heartlandcua.org/sites/default/files//styles/thumbnail/public/teaserimage/thumb.png?itok=GrZAsnqv" alt="Federal Judge Halts Federal Overtime Rule" title="Federal Judge Halts Federal Overtime Rule" /></a><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:12px;">A federal judge in Texas stopped the&nbsp;Department of Labor's new <a href="https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/FLSA-Overtime-Rule-Resources.aspx" target="_blank">federal overtime rule</a> just 10 days before it was supposed to go into effect. The rule would have doubled the Fair Labor Standards Act's (FLSA) salary threshold for exemption on overtime pay.&nbsp;</span></span></p>
<p><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:12px;">The overtime rule was scheduled to take effect December 1. For more details, <a href="https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/judge-blocks-flsa-overtime-rule.aspx" target="_blank">read the full story</a>.&nbsp;</p>
<p>"The decision to halt the overtime rule has left some of our credit unions pleased, and a few frustrated," said Stephanie Guin, Vice President of Human Resources at Heartland Credit Union Association. "Since the rule did not take into account different costs of living and market values across the US, some businesses in rural areas—including our credit unions, were in a very difficult spot."&nbsp;</span></span></p>
<p><span style="font-size:12px;"><span style="font-family:Arial,Helvetica,sans-serif;">The Society of Human Resources Management (SHRM) offers some insight into next steps.&nbsp;</span></span></p>
<ul>
<li><span style="font-size:12px;"><span style="font-family:Arial,Helvetica,sans-serif;"><strong>At this time, employers do not need to implement changes by the December 1, 2016 deadline.</strong> After hearing the full case, the court could allow the rule to go forward; the incoming Trump Administration now has more time to make changes, including ending the rulemaking permanently or issuing a new rule with a more reasonable salary threshold, as SHRM and its members have&nbsp;advocated.</span></span></li>
</ul>
<ul>
<li><span style="font-size:12px;"><span style="font-family:Arial,Helvetica,sans-serif;"><strong>If you have already implemented the rule, consider leaving your decisions in place.</strong>&nbsp;Each workplace is unique and you must consider which approach causes the least disruption for your&nbsp;workplaces. For example, if you have not already reclassified employees, you may want to postpone your decision and monitor the policy developments closely. On the other hand, if you raised otherwise exempt employees’ salaries to meet the proposed threshold, you may want to keep those in place.</span></span></li>
</ul>
<p>For up-to-date articles, analysis and public policy updates on the&nbsp;FLSA, visit&nbsp;SHRM's&nbsp;website.</p>
<p><span style="font-size:12px;"><span style="font-family:Arial,Helvetica,sans-serif;"><span style="font-size:12px;"><span style="font-family:Arial,Helvetica,sans-serif;"><strong>Stay connected with us over the coming weeks for more information and policy developments in this area.</strong>&nbsp;We will share more information on this in our weekly newsletter. You may also want to use your peers as a resource, and <a href="https://heartlandcua.org/councils" target="_blank">HCUA's HR/Training Council</a> is a perfect place for this. It's free to join this council until January 1, 2017. &nbsp;</span></span></span></span></p>
<p>The halt of this rule can be frustrating to those credit unions who already made changes to their policies. But there is a small silver lining in this situation, says Guin.</p>
<p>"It made every business in America pause and look at their pay practices and get to know the Fair Labor Standards Act much better," said Guin.&nbsp;"Some organizations discovered they were currently misclassifying employees under the existing law and realized they needed to make some changes...changes that could avoid some major headaches and lawsuits for them in the future."</p>
<p><span style="font-size:12px;"><span style="font-family:Arial,Helvetica,sans-serif;">Questions? Contact <a href="mailto:sguin@heartlandcua.org?subject=Federal%20Overtime%20Rule">Stephanie Guin</a>,&nbsp;800.392.3074, ext. 1341.</span></span></p>
<p>&nbsp;</p>
</div></div></div><div class="field field-name-field-vocab-services field-type-taxonomy-term-reference field-label-above"><div class="field-label">Vocab Services:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/taxonomy/term/200" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">new</a></div><div class="field-item odd"><a href="/taxonomy/term/4992" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">FSLA</a></div><div class="field-item even"><a href="/taxonomy/term/4993" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Fair Labor Standard Act</a></div><div class="field-item odd"><a href="/taxonomy/term/4994" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">overtime rule</a></div><div class="field-item even"><a href="/taxonomy/term/2184" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">human resources</a></div><div class="field-item odd"><a href="/taxonomy/term/4995" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">SHRM</a></div><div class="field-item even"><a href="/taxonomy/term/4757" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Stephanie Guin</a></div></div></div>Wed, 23 Nov 2016 21:20:22 +0000Nora Revie3174 at https://heartlandcua.orghttps://heartlandcua.org/node/3174#commentsStephanie Guin Joins HCUA to Lead Human Resources https://heartlandcua.org/node/3036
<a href="/node/3036"><img class="teaserimage" typeof="foaf:Image" src="https://heartlandcua.org/sites/default/files//styles/thumbnail/public/HCUA%20staff%20headshots/StephanieGuin.jpg?itok=jIh67RIx" alt="Stephanie Guin Joins HCUA to Lead Human Resources " title="Stephanie Guin Joins HCUA to Lead Human Resources " /></a><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Stephanie Guin has joined the Heartland Credit Union Association (HCUA) as vice president of&nbsp;Human Resources. In this role, she is in charge of all human resource activities for the organization, plus she will serve as a resource for member credit unions along with other customers in Kansas and Missouri.&nbsp;</p>
<p>With more than 17 years of experience in human resources, she is no stranger to the talent recruitment and development business. She started her career as an HR intern, working her way up to lead human resources departments at various organizations, and, most recently, founded her own consultation service.</p>
<p>Stephanie comes to HCUA with extensive knowledge in creating and implementing talent management, having worked in several organizations in the Kansas City area including Faith Technologies, Community Blood Center and Kansas City University of Medicine and Biosciences. She holds both a bachelor’s and master’s degree&nbsp;in business administration. She has earned several certifications including Senior Certified Professional from the Society of Human Resource Management (SHRM-SCP), Information Mapping Professional (IMP), and Myers-Briggs Type Indicator Practitioner (MBTI), just to name a few. She was recently recognized as one of the Building Design + Construction magazine’s 40 under 40 class members of 2015.</p>
<p>She is involved in the Kansas City community with organizations like the Overland Park Chamber of Commerce, Women’s Employment Network, American Society for Training and Development and Society for Human Resources Management. She also serves as a support group leader and is a past member of the Parent Advisory Council for the Osteogenesis Imperfecta Foundation.</p>
<p>Guin works out of HCUA’s Kansas City office. Her first day was July 11. She can be reached via <a href="mailto:sguin@HeartlandCUA.org">email</a> or at 800.392.3074, x1341.</p>
<p>As with all HCUA employees, we asked Guin a few questions to get to know her better:</p>
<ul>
<li><strong>What did you want to be when you were younger?</strong> Broadway actress</li>
<li><strong>Would you rather email, text or call?</strong> Call but always follow up with email. &nbsp;Face to face when possible of course—though documentation and note taking are important. Text is for casual or quick communication.</li>
<li><strong>Do you have a quote you live by? Or do you have a quote that inspires you?</strong> “A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.” – Churchill</li>
<li><strong>I never leave home without:</strong> My notebook. I am always jotting something down.</li>
</ul>
</div></div></div><div class="field field-name-field-vocab-services field-type-taxonomy-term-reference field-label-above"><div class="field-label">Vocab Services:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/taxonomy/term/200" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">new</a></div><div class="field-item odd"><a href="/taxonomy/term/4372" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">HCUA staff</a></div><div class="field-item even"><a href="/taxonomy/term/4757" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Stephanie Guin</a></div><div class="field-item odd"><a href="/taxonomy/term/2184" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">human resources</a></div><div class="field-item even"><a href="/taxonomy/term/4345" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">press release</a></div></div></div>Tue, 26 Jul 2016 17:37:26 +0000Susan Dyer3036 at https://heartlandcua.orghttps://heartlandcua.org/node/3036#commentsKeep Your Employees Away from the Nearest Exithttps://heartlandcua.org/node/2567
<a href="/node/2567"><img class="teaserimage" typeof="foaf:Image" src="https://heartlandcua.org/sites/default/files//styles/thumbnail/public/Logos/JMFA-Logo-web.jpg?itok=jaZF-316" alt="Keep Your Employees Away from the Nearest Exit" title="Keep Your Employees Away from the Nearest Exit" /></a><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><em>By Keith Hughey,&nbsp;Senior Consultant<br />
John&nbsp;M. Floyd &amp; Associates</em></p>
<p>Over the past several years, I have watched the trends of workplace satisfaction with a great deal of interest. Throughout the Great Recession, various studies consistently indicated that roughly two-thirds – plus or minus a percentage point or two – of U.S. workers were dissatisfied with their job.</p>
<p>According to data from the Bureau of Labor Statistics (BLS), during the depths of the Recession – when employment opportunities were scarce – about 1.3 percent of the labor force was voluntarily electing to take the nearest exit from their place of employment each and every month.</p>
<p><strong>Outlook changing with improved job market</strong></p>
<p>More recently, however, the trend seems to be changing according to a report released by the Society for Human Resource Management. Results of this study found that 86 percent of U. S. employees reported overall satisfaction with their job.&nbsp;</p>
<p>And while this sounds great at first glance, one of the primary reason workers are more satisfied in their job is the fact that the improving labor market is providing new opportunities to find situations that are a better fit for their workplace and personal needs. This trend is supported by the BLS information that shows the number of employees choosing to leave their job is up to 2 percent each month.</p>
<p>The reasons for changing jobs can be varied and complex, but multiple employment satisfaction surveys point out that one of the main issues that causes employees to leave is they don’t feel valued or respected by their employer or supervisor. In a number of studies that have examined why employees are unhappy, the following issues appear time after time:</p>
<ul>
<li>The boss is a micro-manager.</li>
<li>The boss is never around/never available.</li>
<li>There is no sense of opportunity for career advancement, personal or professional growth.</li>
<li>There is no sense of direction or vision.</li>
<li>There is no feedback about one’s job performance.</li>
<li>Management seems to care more about themselves than their people.</li>
<li>There is no sense of team or teamwork.</li>
<li>There is scant opportunity to use the best of one’s skills and abilities.</li>
<li>There is no recognition of the employees’ contribution (or value).</li>
<li>The culture conveys a message of a lack of caring and concern for the employees.</li>
</ul>
<p>And no matter how you spin who has responsibility for creating a work environment where employees are respected and their work valued, an organizational leader or immediate supervisor should ultimately be held accountable for setting the policies, procedures and practices that define an organization’s culture and values.</p>
<p><strong>The cost of overlooking employee value</strong></p>
<p>Space doesn’t permit me to examine the costs of turnover to an organization, but suffice it to say that the direct expenses tied to separation costs, vacancy costs, hiring costs and training costs are sizeable. Yet they can and often do pale in comparison to the indirect costs associated with the decline in service that occurs when an experienced employee is replaced with one who lacks the same level of expertise or abilities, and those all-important business and personal relationships.</p>
<p>But just to put it into perspective, it is routinely estimated that the cost to replace a non-exempt employee averages between 33 percent and 50 percent of his or her total annual salary and benefits. What’s more, replacing an exempt employee costs anywhere from 100 percent to 200 percent of that employee’s total annual salary and benefits.</p>
<p>Add it up and we’re talking real money. Unfortunately, most organizations pay insufficient attention to the impact of turnover because it isn’t captured in a line item on the income statement. Nor is there a practical means to reflect the value of human capital on the balance sheet.</p>
<p>So what should an organization and its leaders do? The answer depends in part upon your turnover rate. If it is relatively low, then I would keep doing what you’re doing – for now anyway.</p>
<p>However, if your turnover is high or increasing, then some significant changes in your leadership philosophy, your corporate culture, your policies and practices could be necessary. Or, quite possibly, you may need urgent changes in your strategies for identifying, selecting and developing future generations of leadership. Either way, taking care of your people is integral to taking care of your members, your organization and its future.</p>
<p><strong>Effective leadership is the key to satisfied employees</strong></p>
<p>In order to build an effective organization and leverage the skills and talents that existing employees possess, an effective leader must be committed to modeling the type of behavior that he or she desires for the staff to emulate on a daily basis. This includes willingness to:</p>
<ul>
<li>communicate the organization’s vision to all employees;</li>
<li>provide the tools and training necessary to empower employees to do their jobs effectively;</li>
<li>involve staff in making decisions that will ultimately impact them;</li>
<li>delegate responsibility to encourage professional growth for all employees; and</li>
<li>listen to employee input in order to create a true sense of workplace teamwork.</li>
</ul>
<p>If implemented effectively, this behavior will help to establish a partnership with employees where everyone is working together with a shared commitment to reaching the organization’s strategic objectives and goals. And, perhaps more important, it will result in fewer employees looking for the exit door.</p>
<p><em><strong>About JMFA</strong><br />
​JMFA is a leading provider of profitability and performance-improvement consulting. For more than 35 years, JMFA has been recognized as one of the most trusted names in the industry for earnings enhancement and expense control programs, training and development, and recruitment services, as well as product, service, pricing and technology-improvement consulting. JMFA is proud to be a preferred provider among many industry groups. To learn more about JMFA, please visit <a href="http://www.JMFA.com">www.JMFA.com</a> or call (800) 809-2307.</em></p>
</div></div></div><div class="field field-name-field-vocab-services field-type-taxonomy-term-reference field-label-above"><div class="field-label">Vocab Services:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/taxonomy/term/200" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">new</a></div><div class="field-item odd"><a href="/taxonomy/term/1100" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">JMFA</a></div><div class="field-item even"><a href="/taxonomy/term/2592" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">John M. Floyd &amp; Associates</a></div><div class="field-item odd"><a href="/taxonomy/term/3871" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">employee retention</a></div><div class="field-item even"><a href="/taxonomy/term/2184" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">human resources</a></div></div></div>Thu, 16 Jul 2015 16:01:08 +0000Sharon Bahr2567 at https://heartlandcua.orghttps://heartlandcua.org/node/2567#commentsFull-day HR Seminar Set for September 18https://heartlandcua.org/node/2034
<a href="/node/2034"><img class="teaserimage" typeof="foaf:Image" src="https://heartlandcua.org/sites/default/files//styles/thumbnail/public/iStock_HANDSLarge.jpg?itok=ZTXCzrHc" alt="Full-day HR Seminar Set for September 18" title="Full-day HR Seminar Set for September 18" /></a><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p><span style="line-height: 1.3em;">Back by popular demand, </span>MCUA<span style="line-height: 1.3em;"> will host the 2014 Human Resources Educational Seminar on September 18. Join us for a one-day session covering important&nbsp;HR&nbsp;topics you need to know about.&nbsp;</span></p>
<p><strong>Date:</strong> September 18<br />
<strong>Time:</strong> 9 a.m. - 3 p.m.<br />
<strong>Place: </strong>MCUA Credit Union House, 223 Madison St., Jefferson City, MO 65101<br />
Jefferson City parking garage is located next to the MCUA Credit Union House.</p>
<p>Presenters, David Martin and Monica Burnett, will speak about the 2014 health care reform requirements and provide an update&nbsp;on the changing landscape of employment law, enforcement and best practices. <a href="https://www.mcua.org/sites/default/files//Events/HR-Seminar_7.31.14.pdf">Click here</a> for the complete flyer.</p>
<p>David Martin is the Managing Principal at Digital Benefit Advisors&nbsp;Credit Union Services, the nation's largest, most technologically advanced employee benefits-only agency. Martin has more than two decades of experience as one of the country’s leading experts on human capital management and employee benefits. His passion for consumer advocacy is combined with a wealth of experience in benefits administration as well as account management, training, sales, marketing, product development, client relations, e-commerce and systems development/implementation.&nbsp;</p>
<p>Monica Burnett&nbsp;joined the Missouri Credit Union Association in 2011. For seven years preceding, Burnett was employed by HRN Performance Solutions as a human resource generalist/consultant. Through MCUA’s partnership with HRN, Monica worked part-time as MCUA’s dedicated HR consultant, and spent the remaining time working with credit union clients across Missouri and the U.S. on HR-related projects.&nbsp;</p>
<p><span style="line-height: 1.3em;">Burnett’s experience includes employment compliance, strategic human resource consulting, performance management, compensation, recruiting, and mergers and acquisitions.</span></p>
<p>&nbsp;If you are responsible for making HR related decisions at the credit union, this seminar is for you. <a href="https://www.mcua.org/civicrm/event/info?id=750">Click here</a> to register today!</p>
</div></div></div><div class="field field-name-field-vocab-services field-type-taxonomy-term-reference field-label-above"><div class="field-label">Vocab Services:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/taxonomy/term/200" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">new</a></div><div class="field-item odd"><a href="/taxonomy/term/1873" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">MCUA Events</a></div><div class="field-item even"><a href="/taxonomy/term/3079" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">HR</a></div><div class="field-item odd"><a href="/taxonomy/term/2184" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">human resources</a></div><div class="field-item even"><a href="/taxonomy/term/3080" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Monica Burnett</a></div><div class="field-item odd"><a href="/taxonomy/term/608" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">MCUA</a></div><div class="field-item even"><a href="/taxonomy/term/3081" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">David Martin</a></div><div class="field-item odd"><a href="/taxonomy/term/3082" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Digital Benefit Advisors</a></div></div></div>Fri, 01 Aug 2014 20:56:30 +0000Brianna O'Hara2034 at https://heartlandcua.orghttps://heartlandcua.org/node/2034#commentsHuman Resources Seminar Set for September 18https://heartlandcua.org/node/1417
<a href="/node/1417"><img class="teaserimage" typeof="foaf:Image" src="https://heartlandcua.org/sites/default/files//styles/thumbnail/public/teaserimage/thumb.png?itok=GrZAsnqv" alt="Human Resources Seminar Set for September 18" title="Human Resources Seminar Set for September 18" /></a><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"><p>Over the past several months, the Missouri Credit Union Association has received questions and seen a need to provide more information on the Health Care Reform Act (a.k.a Affordable Care Act or ObamaCare) and the topic of human resources&nbsp;in general. We are always striving to provide helpful information to credit unions in Missouri and we were&nbsp;inspired&nbsp;to host an educational seminar to discuss human resources. What are the risks of not complying with employment laws? How does the Health Care Reform affect you as an employer? Get your HR questions answered by the pros, update your knowledge on employment laws such as FLSA, FMLA, discrimination laws and harassment and find an employer strategy for 2014 and beyond at the Human Resources Educational Seminar.</p>
<p><strong>Presenters</strong></p>
<p><strong>Claire Pancerz, Esquire,&nbsp;<span style="line-height: 1.3em;">Holmes Murphy &amp; Associates</span></strong></p>
<p>Claire Pancerz joined Holmes Murphy &amp; Associates in 2011. She is a regulatory compliance professional with a background in law, compliance, sales and marketing. <span style="line-height: 1.3em;">Prior to joining Holmes Murphy, Claire spent over 20 years with Aetna Inc., where she served in multiple positions, including regional marketing director and regional compliance director. Claire spent over seven years leading Aetna’s Legislative and Regulatory Analysis Unit. She has a B.A. in English and History from Trinity University and a J.D. from Washington &amp; Lee University School of Law.</span></p>
<p>In addition, she holds several professional certifications and boards:&nbsp;</p>
<ul>
<li>Member, Texas State Bar&nbsp;</li>
<li>Member, Executive Healthcare Network</li>
<li>Member, Health Care Compliance Association</li>
<li>Member, American Health Lawyers Association</li>
</ul>
<p><strong>Monica Burnett, VP Human Resources,&nbsp;<span style="line-height: 1.3em;">Missouri Credit Union Association</span></strong></p>
<p>Monica joined the Missouri Credit Union Association (MCUA) in 2011. For seven years preceding, Monica was employed by HRN Performance Solutions (formerly HRValue Group) as a human resource generalist/consultant. Through MCUA’s partnership with HRN, Monica worked part-time as MCUA’s dedicated HR consultant, and the remaining time worked with credit union clients across Missouri and the U.S. on HR-related projects.&nbsp;</p>
<p>Monica’s experience includes employment compliance, strategic human resource consulting, performance management, compensation, recruiting, and mergers and acquisitions. <span style="line-height: 1.3em;">Monica has a B.A. in Communication and a M.B.A. from the University of Tulsa. She is certified as a Senior Professional in Human Resources (</span>SPHR<span style="line-height: 1.3em;">) and is a current member of the national Society of Human Resource Management (</span>SHRM<span style="line-height: 1.3em;">) as well as </span>CUNA’s<span style="line-height: 1.3em;"> HR/TD Council.&nbsp;</span></p>
<p><span style="line-height: 1.3em;"><a href="https://www.mcua.org/civicrm/event/info?id=514">Click here</a> to register today and see the full agenda.</span></p>
<p>&nbsp;</p>
<p>&nbsp;</p>
</div></div></div><div class="field field-name-field-vocab-services field-type-taxonomy-term-reference field-label-above"><div class="field-label">Vocab Services:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/taxonomy/term/200" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">new</a></div><div class="field-item odd"><a href="/taxonomy/term/2184" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">human resources</a></div><div class="field-item even"><a href="/taxonomy/term/2185" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">human resources educational seminar</a></div></div></div>Mon, 08 Jul 2013 21:53:50 +0000Brianna O'Hara1417 at https://heartlandcua.orghttps://heartlandcua.org/node/1417#comments